The HR manager actually influences all the strategic decisions as the setting up of the overall organizational goals depends upon the quality of HR available to the firm or likely to be available to the organization at any future point of time. The other role of the SHRM is about the matching and relating of the overall organisational roles with the HR policies and practices, which is also the basic concept of SHRM. The third role of the SHRM is to attract, develop, encourage and retain the competent HR for the attainment of the overall organizational objectives set by the top management. Suitable candidates should not only be recruited but also retained by the HR manager in the organization after having imparted them with the necessary skills. The HR manager must ensure that the productivity of the employees is increased so as to contribute to the maximum in the organizational efforts (Wright et al,
Firms are unable to analyse their fortune. Managers and executives are in search for strategies from which they can act and think with shaper business perspective. Human resources department is mainly responsible to retaining, training and recruiting most talented and appropriate people for the desired position and also they are accountable for improving organisational capabilities and competencies. In order to be prosperous in human Resource management, it needs the ability to evaluate competitively rapid changing environment along with the skills to work and adapt in such uncertain condition and situation. The major objective of this study is to highlight the role of Human resources and their activity within any organisation.
We need to enhance relationships between HR professionals and line managers by having regular meetings and circulating HR reports. We can also create a computerised HR system that will increase the organisation’s efficiency and value. What is more important is for the organisation’s mission and vision statements to commit to their employees. Organisations need to also provide an environment that creates opportunities and challenges employees to meet the organisation’s performance and allow employees to meet their goals as well. The relationship between strategic management and HRM van only be fruitful, when top management realises its importance and commits substantial resources.
Discuss the Resource Based Approach to strategic HRM as a better alternative and its managerial implications in terms of HR actions. Introduction The key to any successful firm or an organization is its resources. Resources are always scarce and need to be used efficiently and sustainably to maintain a competitive advantage over other firms. Human Resource is one of the most valuable resources of a firm or an organization and knowing how to manage human resources is critical for survival of organizations and firms (Armstrong, 2008). Human Resource management is crucial in efficiently allocating human resources for maximum efficiency to achieve organizational goals.
“HR professionals must overcome the traditional marginality of the personnel function by embracing a new set of roles as champions of competitiveness in delivering value” (Caldwell, 2003). In the new HRM model, “jobs are designed to be broader than before, to combine planning and implementation, and to include efforts to upgrade operations, not just maintain them” (Walton, 2007). For organisations to achieve excellence it was necessary for Human Resource Management to take over from Personnel Management. The main difference between both of these approaches is that HRM is more
However those firms that have learnt how to manage their human resources well would have an edge over others for a long time to come because acquiring and deploying human resources effectively is cumbersome and takes much longer (Wright and Snell, 1998). The effective management of human resources requires sound human resource management systems. San Francisco (2004) defines HRM as a distinctive approach to employment management which seeks to obtain competitive advantage developed showing how HRM practices leads to overall corporate performance. The impact of human resource management (HRM) practices popularly known as HR practices on organizational development/performance and employee attitudes has been a leading area of research in the developed world for years (Delaney 2007). But surprisingly, very limited number of studies have been conducted on HR practices in the context of developing countries in general (Pfeffer 2005) and Nigeria in particular (Mahmood,
“HRM deals with the design of formal systems in an organization to ensure the effective and efficient use of human talent to accomplish organizational goals. In an organization, the management of human resources means that they must be recruited, compensated, trained and developed.”- Mathis and Jackson (2000, p.4) 9. “HRM encompasses those activities designed to provide, motivate and coordinate the human resources of an organization. The human resources of an organization represent its largest investment.”- Pattanayak (2000,
In order to be successful, a HRM must understand that measuring work and cost is not enough. Both performance and outcome also need to be considered. • Q: What should we measure and how do we measure it? • A: Metrics “When performance of HR system is measured and evaluated it may act as a positive reinforcing dimension in strategic value addition that again can be financially visible and have maximum impact.” – (Journal of Management Research (09725814). Jul-Sep2016, Vol.
The HR managers are required to find out right people for the right job and get the job done from them. Other than this the human resource management is also responsible for the motivation, development and training of the employees and retaining efficient employees for a longer period of time. HR management has to make sure that both the personnel and the company are complying with regulations . The human resources can be managed by using either hard or soft approach. The hard approach involves developing strategies for managing and controlling human beings.
Therefore, the HR department will need to get its operational house in order, before it can concentrate on strategic human resource management formulation and implementation. Strategic human resource management consists of three tasks which are: assuring that the issues and implications of various alternatives or proposals are thoroughly considered when making decisions, establishing goals and action plans to support the business strategy, and the adequate implementation of action plans by working with line